Err, having a lot labor law is why those contracts exist--I bet the contracts are legally required or near to it. You've got your causality backwards.

Hmm, you might be partially right. No, they're not legally required, but certainly all unionized employees have them as well as all professional employees.

However the Labor Court system here does tend to favor employees (any dispute between an employer and an employee is handled by this system, which is separate from the regular civil courts), so it's to an employer's advantage to stay out of court. That means having terms as clear as possible. Also, in some cases the law provides for worse-for-employee terms than the legal defaults, but only if they are specified in writing in a contract.

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Employers generally have big advantages over employees when it comes to negotiation--they don't want such a contract to exist. So in an unregulated market, those contracts don't exist unless the employees organize to gain equal leverage.

Re hospitals, IMO the biggest factor in they way they're run is that it's a multiply- and highly-regulated system, where many decisions are directly life-and-death, and virtually any decision has long-term economic effects as well. Change is very slow, and no single person or board can change things in a significant way in a short timeframe, unlike a lot of other private organizations.

E.g., A new piece of medical equipment takes at least months to evaluate, months to train on, and then has a typical lifecycle of many years. Employee training also takes very long.

I made 40% more than the other Linux admin who was equally as skilled, and later got promoted over me (this is not a complaint, he deserved it). Now my boss was making less than I was.

FWIW, individual contributors at my company sometimes make more than their managers. Sometimes by a huge amount. This generally happens when they've done something that makes a lot of money for the company.

Yeah, but in this case, the other admin was *equal* to me, if not better than me in a few cases. One of his advantages was he had not only been working there longer than I had, but he had worked the NOC at that company, which was experience I never had with them. He was brought up through the ranks, tested by fire, and so he knew a lot of little fiddly bits of ins and outs like, "So and so says web tool ABCD isn't working, what the heck is that?" and he'd say, "oh... that tool is for leasing CIDR... I used to use that. I think I know where that's hosted, let me check..."

#5 is idiotic, and none of his supporting prose actually supports his takeaway there. #2 is accurate at the organizational level, but not the group level. #6 and #7 are sometimes true, but not universally so. The final caveat is the same way.

Yeah, but in this case, the other admin was *equal* to me, if not better than me in a few cases. One of his advantages was he had not only been working there longer than I had, but he had worked the NOC at that company, which was experience I never had with them. He was brought up through the ranks, tested by fire, and so he knew a lot of little fiddly bits of ins and outs like, "So and so says web tool ABCD isn't working, what the heck is that?" and he'd say, "oh... that tool is for leasing CIDR... I used to use that. I think I know where that's hosted, let me check..."

He deserved more than me, I am just saying.

Yes, I understood you. I was simply saing that managers sometimes make less than their reports, and that can be a good thing.

I'll argue not against the pay item, but #3 and #4. #3 only holds when your creative types are working in a vacuum so to speak, and sometimes not even then. If the design guys don't actually use a product, which seems boring, is the chance of the design working higher or lower than if they spent some time with it? Is an artist going to be able to capture the every-man experience if he doesn't have to deal with mundane boring bullshit? They should not be forced to deal with mundane stuff that is not related to what they do, however, like having to fill out the paperwork to put in a PO to get a new laptop. Let them click a button that sends a laptop refresh order to the purchasing group who can do all that crap. But letting them put in their own G&A for the year, or other normal interactions that other employees have to do is fine. Creative people don't need handlers.

On #4, I'll speak to athletes. They're paid to win, not be athletic. And even when playing for free, say in an amateur league, it's not like the sport or recreation doesn't put constraints on them. If you cannot work with that, I would say you are NOT a top athlete. Unless someone wants to argue that Ryan Leaf or JaMarcus Russel are top athletes.

#7 applies to all people, not just creative people. If you thank the janitor for doing a good job, your office will likely be cleaner next time, or less things will go missing (for those who have to deal with that).

Nothing makes me happier than having a having a nice dinner end with discussion over how much we should tip. Even if my wife and I agree (just because we enjoyed dinner did not mean the service was great), even asking takes a bit out of it. I'd rather just pay for the food and service at a set rate.

With respect to feeling guilty, yesterday I had three verizon techs at my house late (on a Sunday) and my wife finished up dinner while the last guy was still here. Should I have felt bad eating in front of him? It's not my fault they set a guy out and he was still here at 8pm... Furthermore, should I have tipped him?

Nothing makes me happier than having a having a nice dinner end with discussion over how much we should tip. Even if my wife and I agree (just because we enjoyed dinner did not mean the service was great), even asking takes a bit out of it. I'd rather just pay for the food and service at a set rate.

That's why some places include tips as part of the price you pay. They parcel it out latter.

That's why some places include tips as part of the price you pay. They parcel it out latter.

I'm okay with that. At the same time, I am NOT okay with places that dump 18% or more into large parties. I often get service "worthy" of it (well, as worthy as any tips are), but when I do not the waitstaff is rewarded for their bad behavior. Or I have to make a scene.

That's why some places include tips as part of the price you pay. They parcel it out latter.

I'm okay with that. At the same time, I am NOT okay with places that dump 18% or more into large parties. I often get service "worthy" of it (well, as worthy as any tips are), but when I do not the waitstaff is rewarded for their bad behavior. Or I have to make a scene.

I routinely tip ~20% when I enjoy a meal but it would piss me off if 18% were automatically added to the bill. I tip 15% for borderline crappy service and anything less makes me feel kind of guilty, like I stole something.

I really just sent this. Background: our mobile app was supposed to be done January of 2011. It's still not working in the testing stage. My boss' boss has asked me to keep nagging them. I don't know what number e-mail this is, but it's a re:re:re:re showing the last status as Feb 9th, where the primary function of the mobile app (the ability to log in) is still not done.

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I have this image of a guy staring at his phone, wailing to the heavens about why [mobile app] isn’t working on his Galaxy Note III, which he paid a lot of money for, and still he has to load the [normal site]. There are no fat buttons for him to push, and since he’s got chubby hands that look like empanadas, he thinks [our company] is somehow making his handicap that much more obvious. Or even worse, someone waiting for ME to do something about it. I want to help out, but I am just a lowly Linux admin.

How can I push this unloved project to a final production stage? And give our chubby-fingered demographic much-deserved love?

Punk WalrusSr. Linux Administrator[company][a phone number no one ever calls except to sell me to sell time shares and car warranties]

Yeah, but in this case, the other admin was *equal* to me, if not better than me in a few cases. One of his advantages was he had not only been working there longer than I had, but he had worked the NOC at that company, which was experience I never had with them. He was brought up through the ranks, tested by fire, and so he knew a lot of little fiddly bits of ins and outs like, "So and so says web tool ABCD isn't working, what the heck is that?" and he'd say, "oh... that tool is for leasing CIDR... I used to use that. I think I know where that's hosted, let me check..."

He deserved more than me, I am just saying.

Yes, I understood you. I was simply saing that managers sometimes make less than their reports, and that can be a good thing.

Also "pay" as a concept/topic is a on a per-individual basis. Even in organizations with tight pay range controls, for example, people can be brought in at the same titular level but different pay tiers.

For example at one former employer I was brought in as "Title X" on the biz card but as "Sr Big Title II" in the HR pay tiering systems. Previously there had been only a few "Sr Big Title I" people, but I was being paid significantly more and thus HR had to make a new pay-tier for me. I was literally the only "Sr Big Title II" in the entire organization, but was still considered "Title X" for all operational intents and purposes, who I reported to, who reported to me, etc.

I really just sent this. Background: our mobile app was supposed to be done January of 2011. It's still not working in the testing stage. My boss' boss has asked me to keep nagging them. I don't know what number e-mail this is, but it's a re:re:re:re showing the last status as Feb 9th, where the primary function of the mobile app (the ability to log in) is still not done.

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I have this image of a guy staring at his phone, wailing to the heavens about why [mobile app] isn’t working on his Galaxy Note III, which he paid a lot of money for, and still he has to load the [normal site]. There are no fat buttons for him to push, and since he’s got chubby hands that look like empanadas, he thinks [our company] is somehow making his handicap that much more obvious. Or even worse, someone waiting for ME to do something about it. I want to help out, but I am just a lowly Linux admin.

How can I push this unloved project to a final production stage? And give our chubby-fingered demographic much-deserved love?

Punk WalrusSr. Linux Administrator[company][a phone number no one ever calls except to sell me to sell time shares and car warranties]

If I was on a project and I got that email about that project, I'd be a little pissed at the cutesie attitude. Just ask "when is the app going to be available?" I know you're trying to be light-hearted, but it comes across as really passive-aggressive.

I'd have fired them / voided the contract a long time ago. Not saying it's your fault, but companies really spoiled those failing developers, an on time, within budget delivery is like a miracle nowadays...

(Not that I'm very good at estimating, a x0.5-x3 randomness factor still applies, but at least stuff gets done, one checkbox on OneNote / JIRA issue at a time.)

If I was on a project and I got that email about that project, I'd be a little pissed at the cutesie attitude. Just ask "when is the app going to be available?" I know you're trying to be light-hearted, but it comes across as really passive-aggressive.

Good. Those lazy fuckers.

Kestrel wrote:

If I was on that project team, I would hang my head in shame that I'm more than two years overdue on a pretty straightforward deliverable, and would accept whatever underhanded ridicule came my way.

This. In fact, I probably wouldn't care if I wasn't asked to light a fire under them.

We have an opening for a senior Unix admin to replace a team member who was one of three people left in Inf who had been with the company longer than I have, so > 9 years. He has 20 years of Unix experience. This is part of one of the PRE-SCREENED mind you resumes we got, I swear to god:

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harris teeterscashierFrom: 11/1/2012 To: 2/26/2013i greeting customers as they are coming in the line and asked questions like (did you find everything okay today) and ect.. i also pack there groceriesinto bags and tell them to how much to pay for there groceries and thank them for shopping

smile dental servicemarkerFrom: 9/21/2011 To: 1/14/2012welcoming the patients to the ride on bus service and i also put down their info i the computer and informing the patients about our company taking down names and insurance card name as well to get what service they need

Heh, my ex-employeer just announced that they are suspending the accumulation of vacation days for the rest of the fiscal year (through the end of june.) From what I understand the CFO made a 7+ figure mistake on a spreadsheet and the sequester (the source of all evil) is hitting the institution (a research/teaching hospital) hard. They need to make up a $20 mil shortfall in 3 months. No new vacation days gets them $12 mil of the way there.

I am so glad I don't work there any more.

Help a poor furriner out here: What does "suspend the accumulation of vacation days" mean here? That employees won't be credited with vacation days accruing to them for time worked the rest of the year? Wouldn't that be a violation of their employment contracts, and if so they'd likely sue?

What I want to know is how this saves them more than a small fraction of the money they think it will. Someone not taking time off still costs the same, and the only way to show real cost savings is to show that their productivity is sufficient to cover the supposed losses; it's pretty much only applicable if they are equivalent to production line workers.

How the expenses hit the balance sheet are what they're after. Not actual cash-flow changes.

According to GAAP, accrued vacation has to be recorded as an expense on the balance sheet. Not accruing vacation will save the institution $12 mil of the $20 mil in savings. It is indeed "It's either no vacation accrual or we lay people off" situation.

We have an opening for a senior Unix admin to replace a team member who was one of three people left in Inf who had been with the company longer than I have, so > 9 years. He has 20 years of Unix experience. This is part of one of the PRE-SCREENED mind you resumes we got, I swear to god:

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harris teeterscashierFrom: 11/1/2012 To: 2/26/2013i greeting customers as they are coming in the line and asked questions like (did you find everything okay today) and ect.. i also pack there groceriesinto bags and tell them to how much to pay for there groceries and thank them for shopping

smile dental servicemarkerFrom: 9/21/2011 To: 1/14/2012welcoming the patients to the ride on bus service and i also put down their info i the computer and informing the patients about our company taking down names and insurance card name as well to get what service they need

We have an opening for a senior Unix admin to replace a team member who was one of three people left in Inf who had been with the company longer than I have, so > 9 years. He has 20 years of Unix experience. This is part of one of the PRE-SCREENED mind you resumes we got, I swear to god:

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harris teeterscashierFrom: 11/1/2012 To: 2/26/2013i greeting customers as they are coming in the line and asked questions like (did you find everything okay today) and ect.. i also pack there groceriesinto bags and tell them to how much to pay for there groceries and thank them for shopping

smile dental servicemarkerFrom: 9/21/2011 To: 1/14/2012welcoming the patients to the ride on bus service and i also put down their info i the computer and informing the patients about our company taking down names and insurance card name as well to get what service they need

According to GAAP, accrued vacation has to be recorded as an expense on the balance sheet. Not accruing vacation will save the institution $12 mil of the $20 mil in savings. It is indeed "It's either no vacation accrual or we lay people off" situation.

And I don't really get this, unless there is some loan covenant that governs some balance sheet ratios they have to meet. If a company is low on cash, why does it give a shit what its balance sheet says? The accrued vacation liability only costs you money if people leave... Oh wait, I think I just answered my own question.

I completed a timed programming assessment as part of the application process for a company I'm very excited about, and I'm not happy about my performance. References, IDEs, and all other programming tools were forbidden*, and it also turned out that I wasn't allowed to use my primary language to solve some general problems. I ended up wasting time trying to remember syntax and language-specific details, and made a couple of careless mistakes that occurred to me right after I finished. What really gets me is that I probably would have had an easier time with it 10 years ago when I was fresh out of classes where I had to write C++ and SQL queries on paper. Nearly everything else I've learned since then was useless for getting me past this step, and that's depressing.

*This is intended to put the programmer at ease by simulating his or her natural habitat.

I completed a timed programming assessment as part of the application process for a company I'm very excited about, and I'm not happy about my performance. References, IDEs, and all other programming tools were forbidden*, and it also turned out that I wasn't allowed to use my primary language to solve some general problems. I ended up wasting time trying to remember syntax and language-specific details, and made a couple of careless mistakes that occurred to me right after I finished. What really gets me is that I probably would have had an easier time with it 10 years ago when I was fresh out of classes where I had to write C++ and SQL queries on paper. Nearly everything else I've learned since then was useless for getting me past this step, and that's depressing.

*This is intended to put the programmer at ease by simulating his or her natural habitat.

Honestly? If they put so much stock in that application process that it denies you an interview, you probably lucked out.

CanSpice is right, to some extent. That is NOT a good introductory email since you've just been told to light a fire under their ass. They might be lazy, but if they are lazily despising you, even less will get done. However, it's a great followup after a meet and greet where you buy them lunch, or as an intro if you already know the team

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It's not what you know, it's who you know. I guess someone in HR's nephew is looking for work.

Cross-check the applicants last name against the corporate directory, but I know what department you'll find a match in!

According to GAAP, accrued vacation has to be recorded as an expense on the balance sheet. Not accruing vacation will save the institution $12 mil of the $20 mil in savings. It is indeed "It's either no vacation accrual or we lay people off" situation.

And I don't really get this, unless there is some loan covenant that governs some balance sheet ratios they have to meet. If a company is low on cash, why does it give a shit what its balance sheet says? The accrued vacation liability only costs you money if people leave... Oh wait, I think I just answered my own question.

No, the accrued liability costs money whenever anyone takes a vacation, and so what they are saying is that people are losing their vacation days - or get laid off. What happens on the balance sheet / income statement is just a side effect which would also improve net income. They will basically never have to pay that $12million to any employee, and so it definitely represents a cash savings that can be recorded now.

punk, I read the email you sent before I read whether or not you sent it or someone sent it to you. That email is not going to go over well. I was thinking 'well this guy's a dick' and 'I'm not liking the implication about fat people being disabled'. Then I read the preamble and thought 'oh, I guess if I knew him I might take this charitably. Maybe.'

Also, this letter will be doing nothing useful at all. If they're having basic functionality issues, there's no way they'll know when they'll be done.